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The government’s planned nursing degree apprenticeships represent a ‘drop in the ocean’ and will not solve the nursing workforce shortage, say nurse academics.
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The trend toward higher education is a vital, progressive movement for nursing. But, like any action in a dynamic environment, there can be a reaction. The health care industry needs to start planning for workforce changes that will occur when growing numbers of working nurses seek higher levels of education and training.
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The coach model is an innovative approach to clinical education in which registered nurses facilitate clinical instruction. The nursing students are assigned with a specific coach throughout the 12-month accelerated baccalaureate nursing curriculum. The purpose of this article is to share our experience using the coach model for students’ clinical education including the benefits, challenges, and outcomes.
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The overall aim of this study was to explore barriers and facilitators within the hospital nurse work system to nurse coping and fatigue. The purpose of this paper is to describe emergent themes that offer new insight describing the relationships among nurse perceptions of fatigue, nursing professional culture, and implications for the nursing workforce. Results show a new construct related to nursing professional culture was identified and defined as “Supernurse”.
Study concludes that Findings from this study further support the role of nursing professional culture as an important barrier to effectively addressing fatigue in nursing work systems. Future work is needed to identify and evaluate innovative culture change models and strategies to target these barriers.
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This column shares the best evidence-based strategies and innovative ideas on how to facilitate the learning of EBP principles and processes by clinicians as well as nursing and interprofessional students.
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Aim of this study was to examine the workforce, workplace, psychosocial and health characteristics of nurses and midwives in relation to their reported use of sickness absence described as ‘mental health days’. Study found that fifty four percent of the nurse and midwife respondents took ‘mental health days’. Those affected were significantly more likely to be at younger ages, working shifts with less time sitting at work; to report workplace abuse and plans to leave; having been admitted to hospital in previous 12 months; to be current smokers; to report mental health problems, accomplishing less due to emotional problems and current psychotropic medication use. Study concludes that specific characteristics of nurses and midwives who report taking ‘mental health day’ sickness absence offer healthcare administrators and managers opportunities for early identification and intervention with workplace measures and support frameworks to promote well-being, health promotion and safety.
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To ensure that patient care is continuously improved, it is essential that research becomes an integral aspect of clinical care and the NHS Constitution for England ( Department of Health 2012 ) sets out the patients’ right to be involved in research as a treatment option.
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Demand for nurses is influenced by many factors. Labor statistics and health services literature reveal current and predicted supply gaps in meeting this demand. One strategy in response can be drawn from manufacturing industries. This column suggests the application of the Theory of Constraints in efforts to relieve bottlenecks in producing and retaining nurse labor.
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Workforce planning, education and training are essential for achieving an appropriate mix of skilled and motivated staff, but the NHS’s financial challenges mean new ways of providing safe staffing levels and balancing the books are required. This article describes the development of an education programme for band 1 to band 4 unregistered support workers that led to the introduction of an assistant practitioner (AP) role. It also explains how the programme evolved from a one-year certificate in higher education to a foundation degree in health care, and has since produced over 100 APs in a range of clinical areas who deliver high quality, competent and patient-centred care in a cost-effective, sustainable way.
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The study aimed to explore measurable compassion competence among nurses and to examine the relationships between nurses’ compassion competence and levels of compassion satisfaction, compassion fatigue and secondary traumatic stress. Compassion is a vital asset in the nursing profession. It is necessary to explore whether compassion competence is a factor influencing professional quality of life. Conclusion: Compassion competence of clinical nurses was a predictive factor for professional quality of life. Hospital administrators, nurse leaders and policy makers should develop and adopt nurse-retaining strategies that focus on improving nurses’ compassion competence in order to reduce their burnout. We recommend the development of educational programmes to improve nurses’ compassion competence and thereby enhance their professional quality of life. © 2016 International Council of Nurses.
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